Summary The Office of the Chief Information Officer (OCIO) serves as the IT hub of the U.S. Department of Labor. We develop, maintain and protect IT solutions and data across our 27 agencies to enable mission outcomes through technology and service. OCIO continually enhances federal IT and digital capability with a focus on cybersecurity and customer experience to serve America's wage earners, job seekers and retirees. Responsibilities This position will be in the Directorate of Administration, Business Management and Governance, the Division of Administration, the Branch of Human Capital for the Office of the Chief Information Officer (OCIO). Major duties include but are not limited to: Analyze and evaluate position descriptions and classification requirements to ensure accuracy and alignment with organizational needs, while adhering to federal classification standards and regulations. Collaborate with hiring managers and HR Liaisons to design recruitment packages that are competitive, attractive, and aligned with the organizational goals. Collaborate closely with manages and HR Liaisons to ensure all performance management plans are completed accurately for the organization. Maintain meticulous records of performance management plans associated documentation, ensuring that they are organized and easily accessible for reference and auditing purposes. Maintain up-to-date knowledge of federal HR regulations, policies, and best practices to provide informed guidance and recommendations to the HR team and organizational leadership. Participate in the preparation and presentation of training sessions, workshops, and briefings to educate staff and managers on HR-related topics, including classification, performance management, and staffing practices. Review and validate HR data to ensure completeness, accuracy, and consistency in alignment with succession planning and workforce planning requirements. Assist in the scheduling and participates in sensitive Employee/Labor Relations meetings and negotiations involving employee disciplinary action, union grievances, and personnel matters. Serve as the main point of contact for candidates regarding interview scheduling, providing clear and concise communication about interview processes, expectations, and any necessary preparations. Requirements Conditions of Employment Qualifications You must meet the Specialized Experience to qualify for Human Capital Specialist, as described below. For GS-12: Applicants must have 52 weeks of specialized experience equivalent to at least the next lower grade level GS-11 in the Federal Service. Specialized Experience is the experience that equipped the applicant with the particular knowledge, skills, and abilities (KSA's) to perform the duties of the position successfully, and that is typically in or related to the position to be filled. To be creditable, specialized experience must have been equivalent to at least the next lower grade level. Qualifying specialized experience for GS-12 includes (applicants must meet three out of the four statements of specialized experience described below): Experience applying federal HR policies to support recruitment, classification, performance management, and general administrative activities in coordination with a human resource team. Experience supporting end-to-end recruitment close coordination with human resources, including preparing and routing recruitment packages, coordinating interviews, and assisting managers throughout the recruitment process. Experience preparing and analyzing reports by gathering data to identify basic trends to support general program operations. Experience supporting administrative projects, including maintaining records, coordinating with staff, preparing clear written materials, and assisting with projects that contribute to organizational operations. Education Additional Information The mission of the Department of Labor (DOL) is to protect the welfare of workers and job seekers, improve working conditions, expand high-quality employment opportunities, and assure work-related benefits and rights for all workers. Refer to these links for more information: GENERAL INFORMATION, REASONABLE ACCOMMODATION, ADDITIONAL DOCUMENTATION, FORMER FEDERAL EMPLOYEES As a condition of employment, all personnel must undergo a background investigation for access to DOL facilities, systems, information and/or classified materials before they can enter on duty: BACKGROUND INVESTIGATION For more information, click Telework Position Information. This is not a remote work position. The selectee will report to an assigned DOL office location on a regular basis and is eligible for participation in telework as determined by management in accordance with DOL policy. Based on agency needs, additional positions may be filled using this vacancy. The Department of Labor may use certain incentives and hiring flexibilities, currently offered by the Federal government to attract highly qualified candidates. Click here for Additional Information. The Fair Chance Act (FCA) prohibits Federal agencies from requesting an applicant's criminal history information before the agency makes a conditional offer of employment. If you believe a DOL employee has violated your rights under the FCA, you may file a complaint of the alleged violation following our agency's complaint process Guidelines for Reporting Violations of the Fair Chance Act. Note: The FCA does not apply to some positions specified under the Act, such as law enforcement or national security positions. All Department of Labor employees are subject to the provisions of the Drug-Free Workplace Program under Executive Order 12564 and Public Law 100-71. Reasonable Accommodation (RA) Requests: If you believe you have a disability (i.e., physical or mental), covered by the Rehabilitation Act of 1973 as amended that would interfere with completing the USA Hire Competency Based Assessments, you will be granted the opportunity to request a RA in your online application. Requests for RA for the USA Hire Competency Based Assessments and appropriate supporting documentation for RA must be received prior to starting the USA Hire Competency Based Assessments. Decisions on requests for RA are made on a case-by-case basis. If you meet the minimum qualifications of the position, after notification of the adjudication of your request, you will receive an email invitation to complete the USA Hire Competency Based Assessments, based on your adjudication decision. You must complete all assessments within 48 hours of receiving the URL to access the USA Hire Competency Based Assessments if you received the link after the close of the announcement. To determine if you need a RA, please review the Procedures for Requesting a Reasonable Accommodation for Online Assessments.
